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Chapter 10 - Coggle Diagram
Chapter 10
2) SIX STYLE THAT INFLUENCE PERFORMANCE AND RESULT
1) THE COERCIVE STYLE
Can be effective in a crisis situation, kick start a turnaround situation, dealing with a problem employee, or when trying to achieve immediate compliance
Can be ineffective in many other situations and can have a negative impact on the climate of the organization or project
People can become resentful or disillusioned thus leading to a loss of initiative, motivation, commitment, and sense of ownership
2) THE AUTIRITATIVE STYLE
The leader outlines a clearly defined goal but empowers people to choose their own means for achieving it
Authoritative leaders provide vision and enthusiasm, such as Shows how peoples’ work fits into the large picture
The authoritative style works best when the organization or project is a drift
5) THE PACE SETTING STYLE
May be appropriate in situations that require quick results from a highly motivated, self-directed, and competent team
People may lose energy and enthusiasm if the work becomes task-focused, routine, and boring
If the leader leaves, people may feel adrift since the pacesetter sets all direction
3) THE AFFILIATIVE STYLE
Affiliative leaders try to build strong emotional bonds that translate into strong loyalty by attempting to keep people happy and creating harmony among them
Works well in situations where the leader must build team harmony, morale trust or communication
Does not work well where people need some structure or direction an over-caring and over-nurturing approach can create a perception that mediocrity is tolerated
6) THE COACHING STYLE
The leader helps people identify their unique strengths and weaknesses so that they can reach their personal & career goals
The leader is good at delegating and giving people challenging, but attainable, assignments
This style may be the least often used, but can be a valuable and powerful tool for improving performance and the climate of the organization or project
4) THE DEMOCRATIC STYLE
The leaders try to get other’s ideas, while building trust, respect, and commitment
People have a greater say in the decisions that affect their work : Morale tends to be higher
Works best when the leader needs buy-in, consensus or to gain valuable input from others
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3) emotional intelligence and describe it’s capabilities
Effective leaders have the flexibility to switch among these leadership styles as needed
Emotional intelligence (otherwise known as emotional quotient or EQ) is the ability to understand, use, and manage your own emotions in positive ways to relieve stress, communicate effectively, empathize with others, overcome challenges and defuse conflict.
Emotional intelligence is the ability to understand and manage our relationships and ourselves better
Although our intelligence quotient (IQ) is largely genetic, emotional intelligence can be learned (and improved) at any age
This ability depends on a person’s emotional intelligence
Capabilities : - Self-Awareness, Self-Management, Social Awareness, Social Skills
Emotional Self-Awareness
Accurate Self-Assessment :Realistically evaluating your strengths and weaknesses
Self-Confidence: Having a strong and positive sense of self-worth
Reading and understanding your emotions as well as how your emotions impact your job performance and those around you
Self-Management
Self-Control : Keeping your impulses and negative emotions in check
Trustworthiness: Maintaining a high level of honesty and integrity
Conscientiousness: Managing yourself and responsibilities effectively
Adaptability: Adjusting to new situations & overcoming challenges
Social Awareness
Empathy: Seeing and understanding other people emotion's perspectives, and being genuinely concerned in their problems and interests
Organizational Awareness: Being perceptive about the currents of everyday organization life, building networks, and navigating through organizational politics
Service Orientation: Recognizing and meeting customer needs
Social Skills
Visionary Leadership
Taking charge and inspiring others with a compelling vision
Influence
Having a wide range of persuasive tactics at your disposal
Developing Others
Bolstering the abilities of others through feedback and guidance
Communication
Listening and sending a clear, convincing, and well-aimed message
Conflict Management
Being able to de-escalate disagreements and facilitate resolutions
Building Bonds
Cultivating and maintaining a web of relationships inside and outside the organization
1) Five Practices of Exemplary Leadership
1) Model The Way
Leader must be clear about their guiding principles and clarify values.
Leader know their behavior earns real respect if they set the standard for living those values with integrity.
The way they allocate their time, the language they use to recognition, reward and measurement tools they choose are example of their simple daily acts.
2) Inspire a Shared Vision
Without willing followers there can be no leader
It can be define as the practice that sets leaders apart from other credible people
These followers commit their talent, time and energy to working together to achieve greatness
Passionately believe you can make a difference and get people to see exciting possibilities for the future
3) Challenge the Process
Great leader are great learner and challenge is the crucible for greatness
Leader are pioneers at taking the initiative in searching for innovative way
improve their own work such as their teams and their organization
Treating the inevitable mistakes as important learning opportunities and creating a safe environment
They actively seek out and recognize good ideas from anyone and take the lead in challenging the system to adopt those product
Leader also create a climate in which other feel safe and supported in taking risks and stepping outside their comfort zones
4) Enable Other to Act
Understand that mutual respect sustains extraordinary efforts
Strengthen others by sharing power and discretion
Foster collaboration, share power, and strengthen others
Leaders cannot achieve their vision without the help of members of their organisation.
If leaders empower their employees by sharing necessary information, including them in the decision-making process and allowing employees to make decisions, their staff will increase their commitment to the shared goals.
5) Encourage the Heart
Recognize contributions by showing appreciation for individual excellence
Celebrate the values and victories by creating a spirit of community and make people feel like heroes
Celebrate the actions that contribute to culture, encourage them and recognize their successes
It is important for employees to feel valued, both for their abilities and their contributions. When leaders express appreciation for their staff, the appreciation must be authentic and sincere.